A challenge for Chinese firms : obtaining internationalized human resources
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This policy study investigates the effects of the implementation of the "Open Door Policy" in China in 1979 which opened the country that had been closed to international interaction since 1949. There is a shortage of qualified human resources in China. Internationalized Human Resources (IHR) consist in part of Qualified Internationalized Personnel (QIP). A general feature of QIP is both an understanding of one's home country and an understanding of the culture of foreign countries. Such persons are not only the executive managers who deal with a foreign firm, but mediators of the combination of different cultures in a transnational firm. China has its own particular national conditions; thus, one can not develop certain human resources by only depending on training programs there. Taking the formation and implementation of QIP in Chinese firms as an object to study, this thesis attempts to reflect the importance of IHR and the social characteristics, the cultural features and the status of the human resource that are related to the open door policy in China. A strategy for developing IHR in China is presented in this thesis.